Seaver is Pepperdine University's College of Letters, Arts, and Sciences. As part
of a University founded on Christian values, we provide a superior liberal arts education,
along with unique opportunities for personal discovery.

2. No distinguished professor may receive less than a 2/2 teaching load.

3. Distinguished professors may, at their option, request that in place of a portion
of their annual stipend they be released from teaching one class in order to have
time to pursue an academic project.

4. The academic projects which would be eligible for support fall into four categories:

a. Original research projects that will lead to publications, or, in the case of faculty
members in the visual or performing arts, projects that will lead to major exhibitions
or performances.

b. Planning and sponsoring a conference of academic significance either for the Pepperdine
community or academia beyond Pepperdine.

c. Preparing and giving a major, public lecture that will be of interest to the broad
Pepperdine community.

d. Preparing a proposal for a major grant that will bring both financial resources
and academic recognition to Pepperdine.

5. Distinguished professors must apply to the chair of their division by January 1
for the following fall semester and by September 1 for the following spring semester.
The released time request will be granted if approved both by the applicant’s division
chair and the Dean of Seaver College.

6. Distinguished professors who are granted released time must report back by way
of a lecture, performance, or exhibition to which all Seaver faculty members and,
as appropriate, others in the broader Pepperdine community will be invited.

7. There shall be no limit on the number of times distinguished professors may apply
for and receive additional released time (up to one per year).

4.2. INTERNATIONAL PROGRAMS TEACHING ASSIGNMENTS(Included since 1991)

Full-time faculty members are eligible to apply to teach in the University's overseas
programs. Year-round residential programs (academic year plus summer) are currently
operated in Buenos Aires, Florence, Heidelberg, Lausanne, London, and Shanghai, and
summer-only programs are operated in many other locations. Both academic-year and summer appointments are offered. Detailed information and application forms may be
obtained from the Office of the Dean of International Programs (x4532). Faculty members
who have not yet earned tenure should consider the possible impact of an overseas
assignment on their development as scholars before applying.

Faculty travel to professional meetings and seminars, as well as for research purposes
and other activities, is strongly encouraged, particularly when papers are to be read.
The guidelines below have been set by the divisional chairpersons. These guidelines
are designed to maximize the limited funds available for travel. They are based on
a concept of divisional allocation, i.e., each academic division maintains a designated travel pool which will be distributed by the division chairperson on the basis of
these guidelines. The guidelines establish maximums. Chairpersons may find it necessary
to award amounts less than the maximum allowed. Requests for reimbursement must be
submitted within 30 days of return from a conference. All faculty travel is subject
to Pepperdine’s employee expense reimbursement policy and procedures, which may be
found, along with forms for reimbursements, in the Financial Systems User's Manual, or at http://services.pepperdine.edu/finance/policies.htm#Section14

2. ALLOCATION PARAMETERS

a. Any full-time faculty member delivering a major scholarly paper at a significant
professional meeting may receive up to 100 percent of per diem expenses (lodging,
meals, and incidentals) for four days as stipulated by federal government regulations
(see www.gsa.gov, click on Travel Resources), payment of registration fees up to $180 (assuming meals and special events are not included),
and an amount equal to the least expensive round-trip air ticket available to the
meeting site ("super saver" fare, unless no such fare is possible; up to $720; and
if going by car, mileage reimbursement cannot exceed cheapest air fare) for travel
and transfers.

b. Any full-time faculty member serving as a major officer of a national scholarly
association or as president of a regional scholarly association will receive the same
travel benefit as stipulated above.

ii. attending conferences designed to bring the instructor up to date in areas which
he or she directly teaches;

iii. wishing to use libraries, consult with resource persons, visit museums, or attend
conferences specifically related to a research project which the instructor has in
progress; may receive 80 percent of per diem expenses (lodging, meals, and incidentals)
for four days as stipulated by federal government regulations (see website referenced
above) 100 percent of the first $125 travel expenses (not to exceed the lowest air
fare available), and not more than 75 percent of the next $400 travel expenses and
transfers; registration fees up to $125 will be paid.

3. PROCEDURE

Requests for these funds should be made at least 30 days prior to the meeting and
be accompanied by a description of the program (preferably the official brochure)
and a statement specifically showing its value to the faculty member. Should available
funds not cover all requests, preference will be given to the faculty member eligible
under paragraphs a and b above.

4. ADMINISTRATIVELY ASSIGNED TRAVEL

If a faculty member is requested in writing by the dean or another senior administrator
of Pepperdine University to attend any meeting as an official representative of the
University, he or she will receive remuneration for all reasonable expenses incurred,
according to the usual guidelines covering administrative travel. These expenses should
be itemized and all receipts submitted for reimbursement. Per diem does not apply.

5. EXCEPTIONS

Any exception to these guidelines must be authorized by the dean.

4.4. PUBLICIZING OF FACULTY PUBLICATIONS(Included since 1988)

Seaver College encourages its faculty members to prepare and publish scholarly contributions
to the professional literature in the fields consistent with and related to their
individual interests and expertise.

Such scholarly publications are recognized and publicized in various University publications.
The Public Information Office maintains liaison with local and metropolitan newspapers,
radio stations, and television outlets.

Seaver College encourages research and scholarly activities of the highest possible
quality across the academic disciplines. Faculty members are evaluated in part (25%)
by the Rank, Tenure, and Promotion Committee on their ability to demonstrate creative
and productive work through published research and other scholarly activities (refer
to the Rank, Tenure, and Promotion Handbook).

4.5.2. FACULTY RESEARCH POLICIES(Approved by the University Academic Council, March 19, 2004; effective August12, 2004)

Faculty members shall perform all research or research related activities in accordance
with federal and state law, University and School policies, and ethics codes that
apply to the researcher or to the person’s research. The University has adopted policies
that specifically govern faculty research, including, for example, research involving
human or animal subjects and research funded by certain governmental agencies. Pepperdine
faculty members and researchers are subject to the research policies, are responsible
for knowing the provisions of the policies, and are responsible for ensuring that
they comply with the policies and that others working with or for them, including
students, comply with the policies. The complete text of the policies is available
on the Pepperdine University website www.pepperdine.edu/about/administration/provost/policies.

4.5.3. INTERNAL RESOURCES

As resources permit, the University provides space, funds, and facilities for faculty
research programs. Faculty members are encouraged to seek internal support for research
through the sabbatical leave process and by applying for internal funding from the
Seaver Research Council. Furthermore, faculty members are encouraged to make use of
the time during the summer months (late April through mid-August) to conduct scholarly
work and to engage in programs of faculty development administered by the Seaver Dean’s
Office.

4.5.4. EXTERNAL FUNDING FOR RESEARCH

Faculty members are encouraged especially to seek support for research activities
from funding sources external to the University. Such grants, particularly those from
federal and state agencies, often contain requirements for University participation
in the form of matching funds, reassignment of faculty time, etc. In making application
for grants, faculty members should, in consultation with their divisional chairperson
and the Assistant Dean of Research, take into account the time commitments required
by the proposed project, and the effect which approval and funding of the project
will have on the University budget. Regardless of the source of funding, University
policy requires the reporting and reconciliation of all expenditures.

4.5.5. INSTITUTIONAL REVIEW BOARD (IRB)

a. It is the policy of Pepperdine University that all research involving human participants
must be conducted in accordance with accepted ethical, federal, and professional standards
for research and that all such research must be approved by one of the University’s
Institutional Review Boards (IRBs). These boards are charged with monitoring the ethical propriety of all research involving human participants/subjects
conducted under the auspices of Pepperdine University. It is the policy of Pepperdine
University that its IRBs have the authority to approve, require modifications in,
or disapprove any research involving human participants/subjects conducted under Pepperdine’s
auspices.

b. In the review and conduct of research, Pepperdine University is guided by the ethical
principles set forth in the Belmont Report (i.e., respect for persons, beneficence,
and justice) (see section I.D. below). In addition, all human subjects research conducted
by or under the auspices of Pepperdine University will be performed in accordance
with the U.S. Code of Federal Regulations, DHHS (CFR), Title 45 Part 46 (45 CFR 46),
entitled Protection of Human Subjects, and Parts 160 and 164, entitled Standards for
Privacy of Individually Identifiable Health Information and the California Protection
of Human Subjects in Medical Experimentation Act (Code Sections 24170 24179.5). Where
applicable, FDA regulations on human subjects research will be followed (CFR Title
21 Parts 50, 56, Protection of Human Subjects and Institutional Review Boards). In
addition, research conducted with human subjects must be performed in accordance with
the accepted ethical principles established by professional organizations/societies
that are applicable to the area of investigation (e.g., American Psychological Association;
the American College of Sports Medicine). The actions of Pepperdine University will
also conform to all other applicable federal, state and local laws and regulations.

c. The primary goal of the Pepperdine University IRBs is to protect the welfare and
dignity of human participants. A secondary goal of the Pepperdine IRBs is to assist
investigators in conducting ethical research that is in compliance with federal, state
and university regulations. Additionally, by addressing the human subjects concerns
in an applicant’s proposed research, the IRBs may protect investigators from engaging
in potentially unethical research practices. Thus, when a faculty member, student,
and/or employee of Pepperdine University wishes to conduct research involving human
participants her or his research proposal must be reviewed by one of the IRBs.

d. Investigators seeking to conduct research with human participants should obtain
a copy of Pepperdine University’s Protection of Human Participants in Research: Policies
and Procedures Manual from the IRB web site at http://www.pepperdine.edu/irb/. The
Protection of Human Participants in Research: Policies and Procedures Manual is a
reference manual for investigators that outlines the policies, regulations and procedures
governing research with human participants and subjects, and the requirements for
submitting research proposals for review by the Pepperdine University Institutional
Review Boards (IRBs). This manual describes the application and review process, as
well as applicable regulatory requirements. It is important for investigators to thoroughly
familiarize themselves with the contents of this manual, and complete the required
educational components before submitting proposals to the appropriate IRB. Copies
of all policy documents, application forms, and other human subjects’ protection materials
may be obtained from the human subjects’ protections web site at http://services.pepperdine.edu/irb/. Additionally,
contact information for the chairpersons of the GPS and Seaver College IRBs may be
obtained at the IRB web site. Investigators are encouraged to contact their IRB chairperson
with any questions.

e. Before initiating any research project that seeks to obtain data from human participants
(including the use of archival data), investigators must obtain written approval from
the appropriate Pepperdine IRB.

4.5.6. ANIMAL SUBJECT RESEARCH

Pepperdine has an Institutional Animal Care and Use Committee (IACUC) to oversee all
projects that involve live animals. The committee is chaired by a faculty member and
by law, must contain a veterinarian and members of the local community. The committee
reports to the Associate Provost for Research. Faculty who might use live animals
in teaching or in research should contact the Associate Provost's office or the Chair
of the IACUC to submit appropriate application forms.

Administration of grants is the responsibility of the Office of Corporations, Foundations
and Sponsored Programs. Applications for grants should also be processed through that
office.

4.5.9. COMPLIANCE

Faculty members shall perform all research or research related activities in accordance
with federal and state law, University and School policies, and ethics codes that
apply to the researcher or to the person’s research. The University has adopted policies
that specifically govern faculty research, including, for example, research involving
human or animal subjects and research funded by certain governmental agencies. Pepperdine
faculty members and researchers are subject to the research policies, are responsible
for knowing the provisions of the policies, and are responsible for ensuring that
they comply with the policies and that others working with or for them, including
students, comply with the policies. The complete text of the policies is available
on the Pepperdine University web site.

4.6. SABBATICAL LEAVE(Included since 1978; modified 1988 and 2002)

1. PURPOSE

The purpose of the Sabbatical Leave (hereafter called Sabbatical) is to provide the
time for the participating faculty members to remain fresh and knowledgeable about
developments in their discipline. That time is typically used to hone research, creative
activity, and/or teaching skills that ultimately benefit our students. This normally
involves the pursuit of a specific project that helps the participant to become stronger
in the classroom, more accomplished in his/her field, or a leader or some aspect of
inquiry in the discipline. The range of projects deserving of a Sabbatical is limited
only by the creative minds of the individual faculty members who apply.

The University’s investment in the Sabbatical helps the recipient become a more productive
contributor to the discipline. More importantly, the Sabbatical strengthens the teaching
and research missions of the University by providing renewed energy in the classroom
as well as research findings that may be used by academics and practitioners throughout
the world, or creative activities that may lead to performance or exhibition. Few
investments that the University could make would provide a greater return.

2. ELIGIBILITY REQUIREMENTS

Faculty members are eligible to apply for the Sabbatical at the start of their sixth
full year of “continuous service” on the tenure track to the University. Additional
requirements are that the faculty member must be full-time, and that the Sabbatical
begins after seven years of continuous service. Time spent on a previous Sabbatical
is counted as part of continuous service, although a leave of absence other than Sabbatical
time is not counted but instead freezes the continuous service time for the period
of that leave. Reassigned time does not affect Sabbatical eligibility.

If a faculty member leaves the University for other employment, then returns, the
continuous service period begins with a new clock on the day of the faculty member’s
resumption of normal duties at the University.

3. USE OF TIME

The Sabbatical period is intended as a period of doing scholarly work, research or
creative activity that cannot be attempted during the press of normal duties at the
University. The Sabbatical is not intended to provide additional time to augment one’s
income or to teach at another institution, except in unusual cases specifically approved
in advance. If any employment is contemplated, while the primary purpose of the Sabbatical
is pursued, such work shall be included in the proposal.

4. THE ROLE OF THE FACULTY DEVELOPMENT COMMITTEE

The Faculty Development Committee (hereafter called the Committee) has the dual role
of (a) serving as an advocate for faculty members who are eligible for a Sabbatical
and (b) monitoring the entire Sabbatical process. The process related to applicants
begins with notification of eligibility and ends with the presentation of findings
before interested faculty members during the first semester after returning to regular
University duties.

The monitoring role of the Committee requires maintaining the lists of faculty members
who are eligible for Sabbaticals for several years in advance, so that both applicants
and their Divisions can make appropriate plans. Because the granting of the Sabbatical
is an investment in the academic health of the University, the assumption is that the Sabbatical will be granted to those who are eligible. This
assumption simplifies the planning process and allows the time frame from application
to initiation to be short enough so that projects can be selected for their timeliness.

5. PROCEDURAL RESPONSIBILITIES FOR THE APPLICANT

a. The Committee will make formal notification to those eligible for a Sabbatical
about 18 months before the beginning of the academic year for which the Sabbatical
is sought so that faculty members can begin to consider the type of work that would
be of most mutual benefit to themselves and the University. The due date for the Sabbatical
Proposals is June 1, 14 months in advance of the academic year for which the Sabbatical
is sought. The relatively short time frame from due date to start date encourages
work on topics that can be more timely than if the topics were required to be chosen
farther in advance of their initiation.

b. Proposals submitted to the Committee in August will follow a standard form. Because
the Committee encourages the submission of proposals that are clear and well thought
out, the proposals will consist of (a) a cover page of data, (b) a 2-5 page explanation
of the proposal, and (c) attachments, including letters of support, for no more than
ten total pages of the application. Recommendations for sabbatical leave will be made
by the Faculty Development Committee to the Dean of Seaver College at the latest by
September 1.

c. Once the Sabbatical is granted, the recipient has the responsibility to follow
through with the thrust of the basic plan outlined in the Proposal. Major deviations
from the plan during the Sabbatical must be communicated in a onepage document to
the Committee for approval. During the first semester back to regular duties, the recipient will be expected to present the results of their work
at a meeting open to the entire faculty.

d. The individual granted the Sabbatical will return to the University and serve for
at least one year. Individuals who do not do this will be expected to repay all of
the costs associated with the Sabbatical grant, including the salary granted during
the Sabbatical.

6. PROCEDURAL RESPONSIBILITIES FOR THE DIVISION CHAIR

a. It is the responsibility of the Division Chair to make arrangements for the classroom
absence of Sabbatical recipients. In no case should an applicant with a worthy proposal
not be granted a Sabbatical because the Division fails to reapportion the teaching
load effectively.

b. The Division Chair is the member of Administration closest to the recipient in
terms of discipline knowledge and day-to-day contact. As such, s/he has the responsibility
of ensuring that the Sabbatical is undertaken in a way that is productive for both
the University and the recipient. This can be done by conferring with the prospective
applicant before the proposal is drafted, writing a letter of support for the applicant
for the Sabbatical (using the template provided by this Committee), and by loosely
monitoring the progress of the Sabbatical during the period of the leave.